Inclusive Workplace
Talent Attraction And Retention
- There are 19,290 employees in the USI six major manufacturing facilities, including 15,390 permanent employees and 3,900 temporary employees. Divided by job category, including 1,091 in management positions, 1,991 in administrative positions, 3,527 in technical positions, 12,681 in skilled positions; divided by nationality, there are 18,677 natives and 613 non-natives; divided by region, there are 12,743 employees in Mainland China, 4,057 employees in Taiwan, and 2,490 employees in Mexico.
- In terms of female employments, female employees in global manufacturing facilities account for 43.8% of the total number of employees; the proportion of women in senior management is 17.6%. In terms of developing female senior managers, it is expected that the proportion will reach more than 20% by 2026.
Gender Diversity Indicators：
|
|
2018
|
2019
|
2020
|
2021
|
|
Female in total employees
|
45.0%
|
45.9%
|
45.3%
|
43.8%
|
|
Female in management positions
|
23.6%
|
23.4%
|
23.6%
|
22.6%
|
|
Female in junior management positions
|
26.4%
|
25.2%
|
26.2%
|
25.9%
|
|
Female in middle management positions
|
23.7%
|
24.6%
|
23.5%
|
20.3%
|
|
Female in top management positions
|
11.2%
|
12.8%
|
12.9%
|
17.6%
|
|
Female in revenue-generation function management positions
|
N/A
|
N/A
|
45.5%
|
47.9%
|
|
Female in STEM job positions
|
N/A
|
N/A
|
22.3%
|
22.1%
|
- For solving the employment problem of local citizens across our facilities, USI provides 17,923 job opportunities around the world. 97% of employees are local citizens where the factories are located. Over the years, the proportion of local employees in management positions has increased to 80.4%.
- For solving the employment problem of local people with disabilities across our facilities, USI designs the work content for persons with disabilities, so that those who work in USI have more sense of working achievement. 83 disabled persons were hired worldwide.
Employees with Disabilities：
USI recruits suitable professionals through a variety of recruitment channels and employment models, establishing the most suitable employment relationship (such as full-time/part-time workers, regular/contracted workers, dispatch workers, or appointed professionals), and treat all applicants without prejudice or discrimination. In 2021, 17,923 persons were recruited, the new entry rate is 95%. We provide the diversified talents from around the world a platform of full play to their strengths and meet different customers and diverse market needs.
USI actively establishes and promotes the 369 3-Stage Care for New Employees and provides training programs to guide new employees to quickly integrate into the company, a comfortable and convenient working environment and establishes good communication channels to care about the work and life of employees to enhance employees' recognition of and loyalty to USI. There are 4,040 new employees who have served for more than 90 days and the overall retention rate of the new employees is about 23%.
We attach great importance to the employees' opinions. Over the years, we have used employee satisfaction surveys and employee engagement surveys to understand employees' expectations and voices, and put forward improvement plans to increase employees' willingness to stay. By analyzing the termination reasons, we plan the recruiting strategy and propose retention plans to reduce employee turnover. By the end of 2021, the overall turnover rate of the company is 36%, and the turnover rate of indirect employees is 18%; the turnover rate of direct employees is 46% due to the unstable supply status of the supply chain and staged production needs caused by the pandemic.
| 2018 | 2019 | 2020 | 2021 | |
|---|---|---|---|---|
| New Entry Rate | 109% | 89% | 101% | 95% |
| Turnover Rate | 48% | 42% | 34% | 36% |
| Indirect Employees New Entry Rate | 27% | 20% | 15% | 18% |
| Indirect Employees Turnover Rate | 15% | 12% | 12% | 18% |
USI sets up a compensation system according to the following concepts:
- Recognize employees' contributions to the Company, formulate the differences between each position, and maintain the balance of paying salaries.
- Respond to employees' performances appropriately for encouraging employees and recruiting required talents.
- Provide employees fair and reasonable treatment and adjust the salary as responsibilities are increased.
- Adjust flexibly with the human recourse market and the changes of organization.
USI abides by the requirements of local labor laws; there are no different starting salaries and rewards based on employees' gender, religion, politics, and marital status. We provide employees with consistent salary standards and benefits through a fair, reasonable, and motivated salary assessment system. For employees' dedication and work performance, through a multi-faceted evaluation system, reasonable and substantial returns are provided. Outstanding employees shall be given reasonable and substantial returns that are monthly job bonuses, equity incentive plans, employee stock options and the profit-sharing plan.
USI participates annually salary surveys to evaluate the overall economic indicators and market salary standards, external competitiveness of talents, and labor market supply and demand conditions to promptly adjust our offer to reflect market prices and enables employees to receive reasonable treatment and USI's overall compensation is competitive in the talent market.
- In 2021, the company adjusted the basic salary of employees in each facility. The salary adjustment range of Mainland China Facilities is about 6% to 16%, the Nantou Facility is about 2% to 4%, and the Mexico Facility is about 5% to 13%; so as to continuously retain the recruiting competitiveness in the labor market.
- The ratio of the standard starting salary of direct employees to the local minimum salary is about 1.00~1.08 after calculating.
Based on the three tenets of “Health”, “Happiness”, and “Learning”, USI provides various welfare measures and systems:
- Implement a flexible working hour system to cope with global communication across factories and time zones.
- Implement the remote work model and provide subsidies for the purchase of work equipment and meals. 60 people applied for long-term remote work.
- Cooperate with the local government’s policy of encouraging childbirth, take special care of pregnant employees and reserve positions to return to the post after maternity leave or parental leave. The Nantou plant provides parental leave in accordance with local laws. In 2021, due to the increased demand for family care, the childcare stay rate is 79%. In addition, a total of 218 employees in the Nantou Facility have one or two newborn babies.
| Unit: % | 2018 | 2019 | 2020 | 2021 | ||||||||
| Male | Female | Total | Male | Female | Total | Male | Female | Total | Male | Female | Total | |
| Reinstatement rate for parental leave | 0 | 43 | 38 | 100 | 69 | 73 | 100 | 100 | 100 | 25 | 76 | 68 |
| Retention rate after back from parental leave | 100 | 100 | 100 | 0 | 100 | 100 | 100 | 100 | 100 | 60 | 89 | 79 |
- USI and its subsidiaries provide pension and elderly insurance in accordance with the retirement laws and regulations of each business location. Employees who meet the statutory retirement conditions may apply for retirement to withdraw pensions in accordance with the law. In 2021, 19 employees at the Nantou Facility applied for retirement, and 4 and 5 employees retired at the Mainland China and Mexico Facilities respectively. To sum up the contributions of all facilities, USI has allocated CNY 192,429,296.31.
USI encourages the establishment of various associations, and provides financial subsidies to hold or participate in internal and external related activities, so that more employees and their families can participate in the grand event, and realize the purpose of "Life full with Skills, Skills make for Life". In 2021, the company subsidizes 45 various clubs, a total of about CNY 1 million was given for the 111 employee activities, with 45,957 persons participated in the activities. Employees are encouraged to interact with other employees of the same interests through club activities to balance their work and life.
To understand how well the employees fit in with USI, the Company co-works with consultants to conduct an Employee Engagement Survey every two years. We hope that this can help us effectively understand and collect employees' opinions and use it as a policy tool for attracting, retaining, and cultivating talents. Thus, achieving a win-win situation between USI and employees.
In 2021, the employee engagement survey was conducted on 14,998 employees who joined USI before June 30, 2021. A total of 13,350 valid questionnaires were collected. The effective response rate of the questionnaire was 89%, and the overall employee engagement score was 84%. Compared with the survey results in 2019, the indirect employees effective response rate increased by 1.5%. The results of the comparison of the various item scores show that the company's actions to listen to the voices of employees are deeply recognized by employees and employees are more willing to speak up.
| 2017-2018 | 2019-2020 | 2021 | |
|---|---|---|---|
| Employee Engagement Rate | 60% | 77% | 84% |
| Data Coverage Rate | 30% | 76% | 89% |
